Equal Employment Opportunity Commission

October 19, 2015 Robert W. Morley III Western Governors University Rmorle2@ wgu.edu Student ID 000460094 LIT1 – Task 1 – Labor and Employment Law Situation A Employee A has been employed with Company X for two years. Employee A’s spouse gave birth prematurely to twins. He requested leave to be with his spouse, which was granted. Employee A has been on leave for 11 weeks, and has asked to return to work, and to be paid the withheld salary from his 11-week leave. The previous department manager

Abstract This paper explores the discriminatory practices of employers. In this paper I explain what employment discrimination means and how a business can violate an employee’ rights. Some of those rights that I explore are age discrimination, race and color discrimination, and discrimination based on sex, one’s gender. As I explain the two theories of disparate treatment and disparate impact, I support those with several case laws for further understanding of those laws. Knowing that these laws

many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

Employment law encompasses remedies that address employee grievances and discrimination that occur in the workplace environment. The foundation of this system is the United States Constitution, which provides two sources of laws and regulations. These two sources are individual state constitutions and the national constitution. Under this system of federalism, there is also the Bill of Rights, which provides the origins of the majority of employment law. The most widely known document is Title

supported the allegations and agreed to be a witness to substantiate the women’s claims. In retaliation against the employees, a supervisor with the company terminated the three female employees, along with the male employee (U.S. Equal Employment Opportunity Commission, 2013). The second case involved three former employees of EmCare, a physician outsourcing group. Gloria Stokes reported sexual harassment from her supervisor, who happened to be a CEO of the company, to the company’s human resource

Jessie Eddins Ms. Faris English IV 16 May 2017 Disability Discrimination In 2010, 19% of the U.S. population had a disability (“Nearly 1 in 5 People Have a Disability in the U.S., Census Bureau Reports”) and there is no doubt that today, in 2017, that number has increased. The first act that protected the civil rights of people with disabilities was not passed until 1973 (“What U.S. federal legislation protects the rights of students with disabilities?”). In 2015, there were 26,968 disability cases

Employment Law Compliance Plan HRM/531 October 23, 2013 Employment Law Compliance Plan To: Traci Goldeman From: Celeste Parker Date: October 23, 2013 Subject: Employment Law Compliance Plan This memorandum is in regard to the request for an employee law compliance plan for Bradley Stonefield's limousine service in Austin, Texas. Mr. Stonefield's limousine service is expected to employ approximately 25 employees during the first year of service. The memorandum will discuss various local

indulge in them when making workplace decisions. Manifestations of age discrimination can be subtle or blatant. Typical actions might include refusing to hire or promote older workers, curtailing their employee benefits, limiting their training opportunities or limiting their job responsibilities and duties. Older workers may be targeted in reductions of the work force; they may be encouraged to retire. Exit incentive programs may deny valuable additional benefits to an older worker and early retirement

occurs will be explored. How prevalent is racial bias in business hiring today and how can it be mediated? Prevalence Racial bias is very prevalent in business hiring today. The idea of racial bias specifically against black people has been about equal to the discrimination that occurred in 1990 while the discrimination against Latino people has stayed steady over the last twenty-seven years (Sherman,2016). This shows that racial bias in business hiring is still very prevalent today, and action needs

based on those people’s membership in a protected class” (p. 81). Acts of illegal discrimination can include excluding candidates from employment or promotion decisions, or paying them less based on their membership in a protected class. Organizations that are found guilty of discrimination can be sued by the victim or the Equal Employment Opportunity Commission (EEOC), or both. However, there are ways that an organization can mitigate or prevent discrimination in the workplace. Creating policies